Mazda respects the diversity of its employees, and the Company aims to foster a corporate climate in which every employee can express his or her individuality while working alongside others to contribute to the Company and society.
In support of a comfortable working environment for employees with special needs, Mazda established the Physical Challenge Support Desk for consultations.
The Physical Challenge Support Desk enables employees with special needs to consult with a special career counselor regarding their work-related concerns, and helps to ensure a workplace environment facilitating productive work (through devices to convert spoken words into text and vice versa, partially automatic doors, etc.), among other services. Additionally, the Company promotes obtaining relevant certifications, attending training sessions and taking other initiatives to provide further support for employees with special needs.
- Career counselors for employees with special needs*1: 29 (as of April 2011)
- Job Supporters*2: 5 (as of April 2011)
- *1A qualification certified by the Ministry of Health, Labour and Welfare. Counselors provide general workplace and lifestyle consultations and guidance for individuals with special needs.
- *2A person undergoing education and training to become a Hiroshima Prefecture–appointed regular workplace support staff member for employees with special needs.
Through enhancement of measures promoting work-life balance and other initiatives, Mazda is striving to cultivate a workplace in which women can work comfortably, with the ratio of female employees steadily increasing.
Mazda is carrying out this project in order to develop products based on the specific characteristics and needs of female customers. In FY2010, the Company analyzed feedback from target customers and began applying the results to product development.
Mazda is actively re-employing retired former employees to help them share their expertise, skills, and know-how with younger employees.
Mazda is implementing ongoing measures toward the achievement of a workplace in which employees can feel fulfilled with their work. A system has been put in place for limited–term employees who have worked for one year or more at Mazda that enables them to become full employees in priority to regular applicants. In addition, limited–term employees who have worked for six months or more and had their contracts renewed can become members of the Mazda Workers' Union. Through these and other initiatives, the Company is cultivating a sense of oneness among employees with different employment styles as it aims to cultivate a vibrant environment where employees can enjoy their work.
Mazda is proactively working to ensure equal employment opportunities, by various means, including the development of fair recruitment processes adapted to the circumstances of different countries and regions.
The Company implements short- and medium-term human resource exchanges throughout the Group as a whole, through the Global PDC (Global Personnel Development Committee) and other means, to enable a diverse range of employees to succeed on the global stage regardless of their country of origin or place of employment.
| Employees | Average age | Average years of employment | |||
|---|---|---|---|---|---|
| Production / medical | Administrative / engineering | ||||
| Non - consoli dated |
Males | 10,686 | 9,307 | 38.7 | 16.7 |
| Females | 554 | 1,200 | 34.4 | 12.0 | |
| Total | 21,747 |
38.3 | 16.3 | ||
| Consoli dated |
Total | 38,117 |
- | - | |
- *The number of employees dispatched to other locations is included.
| FY2008 | FY2009 | FY2010 results | |
|---|---|---|---|
| Number of female employees hired | 194 | 130 | 87 |
| Female managers (assistant manager or above) |
84 | 95 | 111 |
| Percentage of female employees | 7.6% | 8.0% | 8.1% |
| Percentage of female managers （percentage of all employees） |
0.3% | 0.4% | 0.5% |
| Percentage of female managers （percentage of all managers） |
2.1% | 2.4% | 2.9% |
| Number of workers aged 60 and over (Expert Family) |
1,265 | 1,341 | 1,533 |
| Percentage of employees with special needs (using legally stipulated calculation method)* | 1.88% | 2.03% | 1.95% |
| Number of current employees with special needs* | 249 | 259 | 261 |
| Percentage of paid vacation days taken | 87% | 67% | 77% |
| Average number of paid vacation days taken | 16.1 days | 12.5 days | 14.5 days |
- *Average number in each year
